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As a Benefits Advisor, I’ve seen a noticeable uptick in members receiving letters from their health insurance plans about hospital contract negotiations. These notices often arrive with urgent-sounding language and can trigger unnecessary panic. The good news? Most of these communications are routine, required by regulations, and do not mean you’re losing coverage or facing immediate changes.

This FAQ explains the basics in plain language so you can feel more confident navigating the process.

What are hospital contract negotiations?

Health insurance companies (payers) and hospitals (providers) negotiate contracts that determine how much the insurer pays the hospital for services and what members pay out-of-pocket (copays, coinsurance, deductibles). These agreements cover rates, covered services, network participation, and administrative rules.

Contracts typically last 1–3 years (sometimes longer). When they near expiration, the parties renegotiate. If they don’t reach a new agreement quickly, the hospital may temporarily go “out-of-network” with that insurer until a deal is finalized.

Why am I suddenly getting notices about this?

State and federal regulations often require insurers to notify members in advance of potential network changes. These notices must be sent within specific timeframes (e.g., 30–60 days before a contract expires or a change takes effect). Insurers send them proactively—even while negotiations are ongoing—to comply with the law.

The tone can sound alarming because regulators want members to have time to make informed decisions. In reality, the vast majority of negotiations resolve successfully, and the hospital stays in-network with little or no disruption for members.

Does a negotiation notice mean my hospital will no longer be covered?

Not necessarily. Many contracts are renewed or extended while talks continue. A notice is often a “just in case” communication.

  • In-network status means lower out-of-pocket costs for you.
  • If a hospital does go out-of-network temporarily, your plan usually has contingency protections (e.g., continued coverage at in-network rates for ongoing treatments, or “hold harmless” provisions that prevent balance billing for certain services).

Always check your plan’s Explanation of Benefits (EOB) or member portal for the most current network status rather than relying solely on the notice.

What should I do if I receive one of these notices?

  1. Stay calm and read carefully — Note the effective dates and any specific services or hospitals mentioned.
  2. Verify network status — Log into your insurer’s website or app, or call the member services number on your insurance card. Search for your preferred hospital or doctors.
  3. Review alternatives — Most plans have multiple in-network hospitals. Ask about other facilities in your area.
  4. Contact your Benefits Advisor or HR — We can help interpret the notice, check for updates, and explore options.
  5. Don’t delay necessary care — If you have an upcoming procedure, contact your doctor’s office and the insurer to confirm coverage details.

Will my premiums or out-of-pocket costs go up because of these negotiations?

Rate changes are more often driven by overall medical inflation, plan design, and utilization trends—not a single hospital negotiation. If a hospital’s rates increase significantly, it can contribute to future premium pressure, but insurers work to balance costs across their entire network. Many plans include tools like price transparency, reference-based pricing, or centers of excellence to help control costs.

What happens if a hospital actually goes out-of-network?

  • Emergency care: Usually covered at in-network rates regardless of network status (by law in most cases).
  • Ongoing treatment: Plans may allow continuity of care for active courses of treatment (chemotherapy, surgery recovery, pregnancy, etc.).
  • Balance billing: Many states protect consumers from surprise bills where the hospital charges you the difference between their full rate and what insurance pays.
  • Transition period: Insurers frequently negotiate short-term extensions or “bridge” agreements to minimize disruption.

How common are these negotiation-related disruptions?

They are relatively common but rarely result in long-term network drops. Major health systems and large insurers negotiate frequently, and the public nature of some high-profile disputes can make it seem more chaotic than it is for the average member. Most reach agreements before major impacts occur.

Tips for managing your health coverage proactively

  • Use your insurer’s provider directory regularly (it updates more frequently than annual notices).
  • Build relationships with your primary care provider—they can help navigate specialists and facilities.
  • Consider a Health Savings Account (HSA) or Flexible Spending Account (FSA) if eligible, to buffer against potential cost-sharing.
  • Ask questions early: Open enrollment is a great time to review network adequacy.

Final thoughts

Contract negotiations are a normal part of the health insurance ecosystem. The notices you receive are designed to inform you, not alarm you. By understanding the process, you can focus on what matters most—getting the care you need without unnecessary stress.

If you’ve received a notice and would like help reviewing it, checking network options, or exploring plan alternatives, reach out to me directly. As your benefits broker, I’m here to advocate for you and cut through the noise.

Have questions about your specific plan or a notice you received? Drop a comment below or contact our office. We’re happy to help provide clarity tailored to your situation.

Disclaimer: This post is for educational purposes and is not a substitute for personalized advice. Always verify details with your insurance carrier and consult professionals for your individual circumstances. Information reflects general U.S. practices as of 2026 and can vary by state and plan.

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When most people think about financial planning, they picture investments, returns, or picking the “right” funds in their retirement plan.

But meaningful financial progress doesn’t start there.

It starts with you; your values, your goals, and what truly matters in your life.

Financial life planning is not about chasing performance. It’s about building a thoughtful, coordinated process that aligns every part of your financial life with the life you want to live.

  1. 1. Start With What Matters Most

Before any numbers or strategies come into play, take a step back and reflect:

  • What does a fulfilling life look like to me?
  • What are my top priorities. Now and in the future?
  • What does retirement mean beyond just “not working”?

For some, it’s freedom and flexibility. For others, it’s security, family, or the ability to give back.

Your financial plan should reflect these answers. Not someone else’s definition of success.

Clarity here drives every decision that follows.

  1. 2. Build Around Your Goals. Not Just Your Accounts

Once your priorities are clear, your financial strategy should begin to take shape. This is where a true planning process comes into focus.

It’s not just about your workplace retirement plan.   It’s about how all the pieces of your financial life work together, including:

  • Retirement income planning – How your savings turn into a reliable paycheck in retirement
  • Asset location – Placing investments in the right types of accounts (tax-deferred, Roth, taxable)
  • Tax planning – Being thoughtful about how and when income is recognized
  • Insurance planning – Protecting against risks that could derail your progress
  • Estate and legal planning – Ensuring your wishes are carried out and your family is supported

Each of these areas plays a role. When coordinated well, they create a more complete and resilient plan.

  1. 3. Focus on What You Can Control

A disciplined approach emphasizes the factors you can actually influence:

  • Saving consistently
  • Keeping costs low
  • Maintaining appropriate diversification
  • Staying invested through market cycles

Markets will move and sometimes unpredictably. A sound plan doesn’t try to outguess those movements. Instead, it’s built to endure them.

This is where process matters more than prediction.

  1. 4. Invest With Purpose

Your investment strategy should reflect your goals, time horizon, and comfort with risk. Not short-term headlines.

That means:

  • Avoiding emotional decisions during market volatility
  • Maintaining a diversified portfolio aligned with your plan
  • Understanding that risk and return are connected

The goal isn’t to eliminate risk, it’s to take the right amount of risk for your situation so you can stay on track.

  1. 5. Revisit and Adjust Over Time

Life changes and your plan should, too.

As your career evolves, your family grows, or retirement gets closer, your priorities may shift. Regular check-ins help ensure your strategy continues to align with what matters most.

Think of financial planning as an ongoing relationship with your future and not a one-time event.

A Real-Life Example

Consider Laura, a 42-year-old employee participating in her company’s retirement plan.

At first, Laura focused only on her 401(k), contributing enough to get the match and choosing a few funds she felt comfortable with. But she wasn’t sure if she was truly on track.

When she stepped back and went through a financial life planning process, a few important things became clear:

  • Her top priority wasn’t early retirement. It was flexibility in her late 50s to scale back work and spend more time with family.
  • She realized most of her savings were in pre-tax accounts, so she began adding Roth contributions to improve future tax flexibility.
  • She updated her beneficiaries and estate documents, something she hadn’t revisited in years.
  • She reviewed her insurance coverage to ensure her family would be protected if something unexpected happened.
  • And importantly, she began thinking about how her savings would translate into retirement income, not just an account balance.

Nothing about Laura’s situation required a drastic change. Instead, small, thoughtful adjustments, aligned with what mattered most to her, helped create a clearer, more confident path forward.

Bringing It All Together

Financial life planning is about connecting the dots.

It’s aligning your:

  • Goals
  • Investments
  • Income
  • Taxes
  • Protection strategies
  • Legacy wishes

…into one cohesive plan designed around you.

When each piece is working together, decisions become clearer and more intentional.

Final Thought

You don’t need to have everything figured out today.

Start with what matters most. Build a process around it. Stay consistent.

Over time, those thoughtful decisions can turn into something much more meaningful than just financial progress.  They can support a life that truly reflects who you are and what you value.

Scott Higgins | AIF ®, CFP®, CPFA®, NSSA®

Financial Advisor

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #5653321

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If you’ve recently joined your organization’s retirement plan committee, one of the most important responsibilities you’ll share is overseeing the plan’s investment lineup. For many, this can feel like stepping into unfamiliar territory with new terminology, new expectations, and real fiduciary responsibility.

The good news? You don’t need to be an investment expert to be a good fiduciary. What matters most is having a thoughtful process, asking the right questions, and staying focused on participant outcomes.

Here are four key areas to guide your approach.

  1. 1. Start with the Participant in Mind

At its core, your investment lineup should serve the needs of your employees and not the preferences of the committee.

Think about:

  • What is the general level of financial literacy among employees?
  • Are participants engaged, or do most rely on defaults?
  • What age demographics are represented (early career vs. nearing retirement)?

For many plans, this leads to a lineup anchored by qualified default investment alternatives (QDIAs) like target-date funds, complemented by a simplified menu of core options.

A helpful philosophy: make the right decision the easy decision. If participants do nothing, they should still be on a solid path.

  1. 2. Emphasize Simplicity Over Complexity

More investment options do not necessarily lead to better outcomes. In fact, too many choices can overwhelm participants and lead to inaction.

A well-constructed lineup often includes:

  • A target-date fund suite (as the default)
  • A small set of diversified core funds (e.g., U.S. equity, international equity, fixed income)
  • Possibly a capital preservation option (stable value or money market)

The goal is not to offer everything, but rather it’s to offer what’s necessary and useful.

From a fiduciary standpoint, simplicity can improve participant engagement and reduce the risk of poor decision-making.

  1. 3. Focus on Process, Not Predictions

One of the most common misconceptions is that committees are expected to “pick winners.” In reality, fiduciary responsibility is less about predicting performance and more about following a prudent, documented process.

This includes:

  • Establishing an Investment Policy Statement (IPS)
  • Defining clear criteria for selecting and monitoring funds
  • Regularly reviewing investments against those criteria

A consistent process demonstrates diligence and helps ensure decisions are made in the best interest of participants and not based on short-term market noise.

  1. 4. Understand Fees and Value

Fees matter, but context matters more.

Rather than simply selecting the lowest-cost funds, focus on value relative to cost:

  • Are participants receiving appropriate diversification?
  • Are the funds aligned with their intended role in the lineup?
  • Is performance reasonable given the strategy and market conditions?

Transparency is key. Committee members should understand:

  • Investment expense ratios
  • Recordkeeping and administrative costs
  • How fees impact participant outcomes over time

A thoughtful evaluation of fees is an essential part of fulfilling your fiduciary duty.

A Short Case Study: Turning Complexity into Clarity

A mid-sized manufacturing company with 120 employees had built its investment lineup over time by adding funds reactively rather than intentionally. By the time a new committee was formed, the plan offered 28 investment options, including multiple funds in the same asset class.

 

What they observed:

  • Over 60% of participants were invested in just 3–4 funds
  • Many employees held overlapping funds without realizing it
  • New hires were defaulting into a target-date fund but then moving out within months, often into more conservative options

The committee paused and asked a simple question: Is our lineup helping or hindering good decisions?

 

What they did:

  • Consolidated the lineup to 12 core options
  • Designated a single, well-structured target-date suite as the QDIA
  • Clarified each fund’s role within the lineup (no duplication)
  • Reviewed fees and replaced a few higher-cost funds where appropriate
  • Paired the changes with a simple participant communication campaign

 

The result:

  • Increased usage of the target-date funds as a long-term solution
  • Improved diversification among self-directed participants
  • Fewer “reactionary” investment changes during market volatility
  • Greater confidence from the committee in their fiduciary process

The takeaway: progress didn’t come from finding better funds. It came from creating a clearer, more intentional structure.

Bringing It All Together

Selecting an investment lineup is not a one-time decision, it’s an ongoing responsibility. The most effective committees:

  • Stay focused on participant outcomes
  • Keep the lineup clear and purposeful
  • Follow a disciplined process
  • Revisit decisions regularly with intention

This is where thoughtful plan design and participant guidance come together. A well-structured lineup, paired with clear communication and education, can meaningfully improve retirement readiness.

Final Thoughts

If you’re new to a plan committee, remember: you don’t have to have all the answers. You just need to ask the right questions and commit to a prudent process.

Done well, your role has a real impact. You’re not just selecting funds but rather helping employees build financial security for the future.

Scott Higgins | AIF ®, CFP®, CPFA®, NSSA®

Financial Advisor

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #5460147

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For many plan sponsors, the question is no longer whether to implement automatic features, it’s how to do it well.

With the continued evolution of legislation like SECURE 2.0 and a growing focus on participant outcomes, auto-enrollment and auto-escalation have become foundational plan design tools. But like any powerful tool, their impact depends on how thoughtfully they’re implemented.

This is where thoughtful plan design and participant guidance come together.

Let’s walk through a real-world case study, followed by a balanced look at the pros, tradeoffs, and what the research tells us.

Case Study: Turning Inertia into Progress

 

Employer Profile: Mid-sized manufacturing firm (250 employees)

 

Plan Design (Before):

  • Voluntary enrollment (opt-in)
  • Participation rate: 62%
  • Average deferral rate: 5.1%

 

Plan Design (After Enhancements):

  • Auto-enrollment at 6% default
  • Auto-escalation of 1% annually up to 10%
  • Default investment: target date solution
  • Re-enrollment campaign with education

 

Results After 18 Months:

  • Participation increased to 91%
  • Average deferral rate increased to 7.8%
  • Meaningful increase in employer match utilization

What changed?

Not the intent of employees but rather the structure around their decisions.

Auto features didn’t create new motivation, they removed friction.

Why It Works: The Behavioral Advantage

At the core of automatic features is a simple insight:

Most employees intend to save but don’t act.

Research shows:

  • 68% of employees say they should save more
  • Only ~3% actually follow through without intervention (NBER)

Auto-enrollment flips the default. Instead of requiring action to participate, it requires action not to. That shift alone can dramatically improve outcomes.

The Pros: Where Automatic Features Shine

 

  1. Increased Participation

Auto-enrollment consistently drives participation rates above 85–90% in many plans (BDO)

This is especially impactful for:

  • Younger employees
  • Lower-income workers
  • First-time savers
  1. Improved Savings Behavior Over Time

Auto-escalation helps participants gradually increase contributions without feeling it all at once.

It aligns saving with:

  • Pay increases
  • Career progression
  • Behavioral comfort
  1. Better Alignment with Retirement Outcomes

When auto-enrollment and escalation are combined, success rates (adequate retirement income) can increase dramatically.

One study showed improvement from:

  • ~46% probability of success → ~79% when multiple plan design features were applied (PubMed)

That’s the difference between “participating” and “on track.”

  1. Stronger Employer Value Proposition

Automatic features:

  • Simplify decision-making
  • Increase perceived benefit value
  • Demonstrate employer commitment to financial well-being

The Tradeoffs: Where Sponsors Need to Be Intentional

Automatic features are powerful, but they are not perfect.

 

  1. Default Rates Can Become Anchors

Employees often stay at the default.

A 3–6% default may:

  • Improve participation
  • But unintentionally cap savings behavior
  1. Cash Flow Sensitivity

Some employees, especially lower-income, may opt out due to immediate budget pressure.

Design matters:

  • Too high → opt-outs increase
  • Too low → savings fall short
  1. Leakage Still Undermines Outcomes

Even with strong plan design, participant behavior outside the plan matters.

Research shows:

  • Cash-outs at job change significantly reduce long-term impact (CNBC)
  • A meaningful portion of balances are withdrawn during transitions

Auto features help, but they don’t solve everything.

  1. Escalation Opt-Out Behavior

Auto-escalation participation tends to decline over time as participants opt out of increases.

This highlights a key reality:

Automation gets people started, but engagement sustains progress.

What the Research Really Says

There’s a tendency to think of auto features as a silver bullet. The data tells a more nuanced story:

 

What’s clearly true:

  • Participation increases materially
  • Savings rates improve
  • Outcomes are better than opt-in designs

 

What’s also true:

  • The impact is positive. But more modest than originally expected (CNBC)
  • Human behavior (opt-outs, job changes, cash-outs) reduces long-term effectiveness

In other words: Plan design drives momentum. But participant behavior determines outcomes.

Where Plan Sponsors Can Elevate the Outcome

The most effective plans don’t just implement auto features, they integrate them into a broader strategy:

 

  1. Start with the Right Defaults
  • 6%+ enrollment baseline
  • Escalation toward 10–12%

 

  1. Pair Automation with Communication
  • “Why it matters” messaging
  • Annual check-in prompts
  • Clear visibility into employer match

 

  1. Address Leakage
  • Rollover education
  • Portability solutions
  • Terminated participant outreach

 

  1. Re-enroll and Reset When Needed

Periodic re-enrollment can realign participants with stronger defaults.

Final Thought

Auto-enrollment and auto-escalation are not just plan features, they’re behavioral design tools.

When implemented thoughtfully, they:

  • Remove friction
  • Create momentum
  • Improve outcomes at scale

But the real value emerges when automation is paired with guidance.

Because the goal isn’t just participation.

It’s progress.

Scott Higgins | AIF ®, CFP®, CPFA®, NSSA®

Financial Advisor

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #5344930

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As more employees approach retirement, one question continues to rise to the surface:

“How do I turn my savings into a reliable paycheck?”

With the passage of the SECURE 2.0 Act, employers now have more flexibility to incorporate in-plan income solutions, including annuities, directly into their retirement plans. At the same time, participants still have access to out-of-plan income strategies once they leave employment or roll over their assets.

For HR leaders and CFOs, this creates both an opportunity and a decision point.

Why Income Guarantees Are Gaining Attention

For years, retirement plans have done an excellent job helping employees accumulate assets. But as retirement gets closer, the focus naturally shifts:

• Will my money last?

• How do I create consistent income?

• What happens if markets decline early in retirement?

Income guarantees, typically through annuity structures, help address these concerns by converting a portion of savings into predictable, often lifetime income.

In-Plan Income Guarantees: Pros and Considerations

What It Means

An in-plan solution allows participants to allocate a portion of their workplace retirement plan into an income product while still inside the plan.

 

Advantages:

 

• Simplicity and Access
Participants can elect income features within a familiar environment; no rollover required.

 

• Institutional Pricing
Plans may offer lower-cost options due to scale and fiduciary oversight.

 

• Fiduciary Vetting
Plan sponsors evaluate and monitor providers, helping bring a level of due diligence to the selection.

 

• Behavioral Benefits
Participants are more likely to engage with income solutions when they’re built into the plan experience.

 

Considerations:

• Fiduciary Responsibility
Adding an income solution introduces ongoing oversight, including insurer selection and monitoring.

 

• Portability Limitations
Income features may not always transfer seamlessly if an employee changes jobs.

 

• Plan Complexity
Additional features can increase administrative and communication demands.

 

• Limited Customization
Plan-based options may not fit every participant’s unique financial situation.

Out-of-Plan Income Guarantees: Pros and Considerations

What It Means

Participants roll assets to an IRA or other vehicle and purchase an income solution independently.

 

Advantages:

• Flexibility
Participants can tailor income strategies to their personal goals and timelines.

 

• Broader Selection
The retail marketplace offers a wide range of products and features.

 

• Portability
Income strategies are not tied to an employer plan.

 

• Integrated Planning
Allows coordination with tax, estate, and broader financial planning strategies.

 

Considerations:

• Potentially Higher Costs
Retail pricing may be higher depending on the structure.

 

• Decision Complexity
Participants must navigate choices without the built-in framework of a plan.

 

• Advice Dependency
Outcomes often depend on the quality of guidance received.

 

• Behavioral Risk
Without structure, some participants delay or avoid converting assets into income.

Why Consider One Over the Other?

There’s no one-size-fits-all answer and that’s exactly the point.

 

In-plan solutions can be especially effective when the goal is to:

• Increase access and participation across the workforce

• Provide a simplified, guided experience

• Leverage fiduciary oversight to support better outcomes

 

Out-of-plan solutions may be more appropriate when:

• Participants have more complex financial needs

• Customization becomes a priority

• Individuals are working closely with a financial advisor

A Practical Takeaway for Plan Sponsors

This doesn’t have to be an either/or decision.

Forward-thinking employers are increasingly viewing in-plan income as a foundational option, while recognizing that some participants will benefit from more personalized, out-of-plan strategies.

This is where thoughtful plan design and participant guidance come together.

The real opportunity is helping employees make the shift from focusing on how much they’ve saved to understanding how that savings can generate income they can rely on.

That’s where confidence increases and where plan sponsors can make a meaningful impact.

Final Thought

As income solutions continue to evolve, so does the role of the plan sponsor from offering a savings vehicle to supporting a more complete retirement income strategy.

Taking the time to evaluate these options today can help position your plan, and your people, for greater confidence tomorrow.

Scott Higgins | AIF ®, CFP®, CPFA®, NSSA®

Financial Advisor

This material and the opinions voiced are for general information only and are not intended to provide specific advice or recommendations for any individual. To determine waht is appropriate for you, please contact me directly or consult another qualified professional

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc. A Registered Broker/Dealer and Investment Advisor, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #5341149

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What is RxDC Reporting? 

RxDC (Prescription Drug Data Collection) reporting is a requirement under the Consolidated Appropriations Act (CAA) of 2021. The purpose of this reporting is to provide the Centers for Medicare & Medicaid Services (CMS) with data on prescription drug costs and health care spending. The information collected helps federal agencies analyze trends in drug pricing, understand how prescription costs impact premiums, and promote transparency in the healthcare market. 

Employers sponsoring health plans—whether fully insured, level-funded, or self-funded—must ensure compliance with RxDC reporting requirements. Understanding your responsibilities based on the type of plan you offer is crucial for compliance and avoiding potential penalties. 

Employer Responsibilities by Plan Type 

Fully Insured Health Plans 

Employers with fully insured health plans generally have limited responsibilities regarding RxDC reporting. The health insurance carrier is responsible for submitting the required data to CMS. However, employers should: 

    •Confirm with their insurer that the reporting will be completed on their behalf. 

    •Request documentation from the insurer confirming submission. 

    •Retain records of compliance in case of future audits or inquiries. 

Level-Funded Health Plans 

Level-funded plans are a hybrid between fully insured and self-funded plans, where the employer pays a set monthly amount but retains some financial risk. The reporting responsibilities for level-funded plans can vary depending on the insurer’s role. Employers should: 

    •Determine whether their carrier will handle the RxDC reporting. 

    •If the insurer does not report on their behalf, coordinate with third-party administrators (TPAs) or pharmacy benefit managers       (PBMs) to ensure data submission. 

    •Maintain documentation of the reporting process and ensure compliance deadlines are met. 

Self-Funded Health Plans 

For self-funded plans, the employer holds the primary responsibility for RxDC reporting. However, third-party administrators (TPAs) or pharmacy benefit managers (PBMs) may assist with the process. Employers should: 

    •Confirm if their TPA or PBM will submit the RxDC report. 

    •If the TPA or PBM does not handle submission, ensure data collection and timely reporting to CMS. 

    •Keep records of the submission process for compliance verification. 

Key Deadlines and Compliance Considerations 

RxDC reporting is due annually, typically by June 1st for data from the previous calendar year. Employers should: 

    •Start discussions with insurers, TPAs, or PBMs well in advance of the deadline. 

    •Ensure all required data—including total health care spending, prescription drug costs, and premium information—is                          accurately compiled. 

    •Monitor regulatory updates, as reporting requirements may evolve over time. 

Final Thoughts 

RxDC reporting is an essential compliance requirement for employer-sponsored health plans. While fully insured employers have minimal direct responsibilities, those with level-funded and self-funded plans must take a proactive approach to ensure timely and accurate reporting. By working closely with insurers, TPAs, and PBMs, employers can fulfill their obligations, avoid compliance risks, and contribute to greater transparency in healthcare costs. 

If you have questions about your responsibilities or need assistance with RxDC reporting, consult your Rose Street Advisors team for assistance. If you are not a current client of Rose Street Advisors, please feel free to contact us at 269-552-3200 or contact@rosestreetadvisors.com to speak to someone.  

Justine Dickens

EMPLOYEE BENEFITS ADVISOR

Justine is a devoted and meticulous team member with a passion to educate and support business partners and their employees. Since 2013, Justine’s commitment to her clients has allowed her to instill confidence and stability in the benefits packages offered to their employees. Her strengths allow her to communicate efficiently, focus on customization and understand the complexities of an ever changing industry. She is a Dale Carnegie Graduate and has her NAHU Self-Funded Certification.

When she is not working, Justine is busy running her son and daughter to their practices and games and volunteering in the community. She enjoys playing golf, hiking and spending time with her family and friends.

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Top 5 Administrative Failures in Employer-Sponsored Retirement Plans and How to Prevent Them

Managing an employer-sponsored retirement plan can be complex, and even well-intentioned plan sponsors can encounter administrative failures. Here are the top five common failures and practical suggestions to prevent them:

1. Failure to Follow Plan Terms

Failure: Not adhering to the specific terms outlined in the plan document, such as compensation definitions or eligibility criteria. Prevention: Regularly review and understand the plan document. Ensure clear communication between HR, payroll, and plan administrators.

2. Missed Enrollment of Eligible Employees

Failure: Failing to enroll eligible employees in the plan, leading to missed contributions and potential compliance issues. Prevention: Implement automated enrollment processes and conduct periodic audits to ensure all eligible employees are enrolled.

3. Incorrect Loan Repayments

Failure: Not properly withholding or collecting loan repayments, resulting in defaulted loans and potential tax penalties. Prevention: Establish robust loan administration procedures and regularly monitor loan repayments to ensure compliance.

4. Late RMDs (Required Minimum Distributions)

Failure: Failing to distribute the required minimum amounts to participants who have reached the age for RMDs, leading to penalties. Prevention: Set up automated reminders and tracking systems to ensure timely distributions.

5. Inconsistent Record-Keeping

Failure: Inaccurate or incomplete record-keeping, which can lead to errors in contributions, distributions, and compliance testing. Prevention: Maintain meticulous records and conduct regular audits to ensure accuracy and completeness.

By addressing these common administrative failures, plan sponsors can enhance the efficiency and compliance of their retirement plans, ultimately benefiting both the employer and the employees.

Scott Higgins | AIF ®, CFP®,CPFA®, NSSA®

Financial Advisor 

Since 2012 at Rose Street, Scott has been responsible for helping the firm's individual wealth management clients with income strategies for retirement and consulting with employers with their employee retirement plans. In free time, he enjoys golf, biking, skiing, cooking, and traveling. Fun Fact, Scott has a hobby of filling growlers with coins!

Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc., a Registered Broker/Dealer and Investment Adviser, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. #7548809.1

Employers looking for more predictability in their costs, more equity in their contributions and perhaps even more flexibility for their employees are increasingly exploring the idea of Defined Contribution strategies for their employee benefit plans. 

Defined Contribution (or DC) plans come in various different forms.  When I started my career many years ago, DC plans were often called “Full Flexible” or “Cafeteria” Benefit Plans.  Today, they might be as simple as a set dollar amount contribution towards the purchase of several medical plan options or as complicated as a “benefits bank” utilizing an online platform from which employees can spend those dollars on the benefits that are most important to them (like a throwback to the Full Flexible Benefit Plan days!).

The predictability comes in when an employer can determine their costs right from the start. For example, rather than an employer paying 80% of the premium, regardless of which medical plan an employee chooses, the employer may instead set a specific dollar amount they’re willing to pay.  An employee can then choose to buy up or down from that dollar amount for the plan that best fits them.  Why should an employer pay more just because an employee chooses a more expensive plan?  From an equity standpoint, why should one employee receive a higher employer subsidy (i.e. pay) simply because they chose a more expensive benefit?  The employer also gets to determine the level of increase each year to their contribution, rather than being tied to the benefit renewal increase.

There can also be greater flexibility for employees if the plans and contributions are well designed.  For example, public employers in Michigan are required to either share medical plan premium costs with employees through a 80%/20% split or they must utilize the “Hard Cap” (a state mandated maximum for employee only, dual, and family coverage).  This “Hard Cap” is one form of a Defined Contribution strategy.  Many public employers who utilize the Hard Cap oftentimes have plan options that cost the employee more than the Hard Cap. In this case, the employee pays the difference. Additionally, plan options like HDHP/Health Savings Account (HSA) plans tend to cost less than the Hard Cap.  In these scenarios where the premium cost is less than the Hard Cap, employees pay nothing out of their paycheck for premium contributions AND employers may fund contributions into an employee’s HSA on their behalf – up to that Hard Cap or Defined Contribution limit.  This gives employees much more flexibility and financial incentive to choose the most appropriate plan for them.

This is a very abbreviated explanation of a Defined Contribution strategy.  To determine what kind of strategy is right for your organization and employees, talk to your Rose Street Advisors Relationship Manager!

Ben Cohen

CEBS | EMPLOYEE BENEFITS RELATIONSHIP MANAGER

Ben Cohen, CEBS, is one of our large group Employee Benefits Relationship Managers. Following graduation from Central Michigan University (Fire Up Chips!) with a degree in Human Resources, Ben spent 18 years as a benefits consultant with Kushner & Company before joining RSA in 2014. Ben’s daily focus is working with clients to offer benefit options that help recruit and retain a productive workforce in a compliant and cost-effective manner designed specifically for each employer. He also enjoys educating employees about their benefits in a fun and informative manner.

Outside of work, Ben is passionate about community involvement and volunteering. Ben also loves spending time at home and at their cottage in South Haven with his wife, Jen, and their dogs. He loves travel, cars, reading on the front porch, golf, and sailing (on friends’ boats!).

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Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc. A Registered Broker/Dealer and Investment Advisor, Member FINRA/SIPC. Rose Street Advisors is independently owned and operated. Please go to www.mfin.com/DisclosureStatement for further details regarding this relationship. Check the background of this Firm and/or investment professional on FINRA's BrokerCheck. For important information related to M Securities, refer to the M Securities' Client Relationship Summary (Form CRS) by navigating to mfin.com/m-securities. Registered Representatives are registered to conduct securities business and licensed to conduct insurance business in limited states. Response to, or contact with, residents of other states will only be made upon compliance with applicable licensing and registration requirements. The information in this website is for U.S. residents only and does not constitute an offer to sell, or a solicitation of an offer to purchase brokerage services to persons outside of the United States. This site is for information purposes and should not be construed as legal or tax advice and is not intended to replace the advice of a qualified attorney, financial or tax advisor or plan provider. CA Insurance License. File #5757992.1

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